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Conflict Management at Hospitals Hend Aljabawi

+Defining Conflict

“Interaction of independent people who perceive opposition of goals, aims, and values, and who see the other party as potentially interfering with the realization of these goals (Putnam & Poole, 1987)”

+Article Review

Workplace conflicts happen everywhere and anywhere. There isn't one work place or organization that do not come across conflict.

At hospitals, employee conflicts occur and no one benefits from these conflicts especially when they are ignored. These conflicts not only affect the staff and managers but also the patients.

+Continued

Joseph Grenny who is co-founder of VitalSmarts, says that every unaddressed conflict wastes about eight hours of company time; it is an enormous drain on an organization (Grenny, 2015).

The article continues to explain how to understand the reasons behind the conflicts in the workplace because it can help HR professionals tackle the problems before hand.

+Continued

The article moves on to explain that conflict can actually be normal and healthy. Many believe that it’s a vital ingredient to organizational success. Studies have found that the most effective team members are those in which member feel safe and comfortable enough to disagree with one another.

Within the culture of an organization, where disagreement is allowed, or even encouraged, then it can be better for decision making and allows diversity of thought.

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The article continues to explain how to handle conflict and when is the right time to handle it. Also, the article mentions why conflict is healthy and when it becomes too extreme and outside help is needed. Then it moves onto steps to resolving conflict.

+Levels of Organizational Conflict In hospitals, there are more interpersonal and

intergroup conflicts than inter organizational conflict. There are mainly conflict between two people like nurses and physicians or there are conflict between work teams and departments.

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+How Conflict Can Be Considered

When dealing with conflict within the workplace, organizations should use one of the approaches to deal with it. For example, in this article they use the Human Resources Approach which refers to that conflict is viewed as a possible mean for growth and conflict parties are encouraged to collaborate on mutually solutions. Therefore, in the article they explain that conflict is looked at as healthy and viewed as growth and development. They believe that they should encourage their workers and staff to speak their mind and disagreements.

+Continued

Human Resources Approach is a very positive approach to use because this allows everyone to speak their mind and allow for diverse thoughts. It will cause less conflicts and allow individuals to grow as a person and worker.

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By using the Human Resource Approach then this can be avoided!

+Communication In The Change Process In order to resolve conflict in the workplace, then

communication in the change process is needed. Using some strategy's will help during conflicts. For example, using the Underscore and Explore strategy is very helpful because this deals with management focusing on issues related to change success and allows employees the creative freedom to explore various possibilities which is very positive and beneficial (Miller,2016).

+Continued

Another style of strategy that can and should be used is Identify and Reply which refers to management listens to and identifies key factors and concerns of employees and then responds to those issues as they are brought up. It is very important to use this style because the key here is listening and responding which is very important when dealing with conflicts in the workplace.

This article explains how they resolve their conflicts and they are moving forwards the right way by implementing these styles in their communication.

+Communication

Furthermore, since communication is key when dealing with conflicts in the workplace, then the Human Resource and Human Relations Approach are and should be used. In the article they refer to their solutions and these approaches tend to fit in. When dealing with conflict the management rely on all channels but often face to face. Their communication style is both formal and informal. Their communication direction is usually team based, for instance, two managers and one worker dealing with a conflict or just one on one.

+Thomas- Kilmann Conflict Mode Instrument This conflict grid is very helpful to see where an

individual stands and others as well. This allows an individual to see where they stand or rated and then they can improve from there and bring it into the workplace which can be very beneficial.

For example, if an individual is a compromiser then it will help the workplace because if there's a conflict or issues then the person will be willing to compromise and come to an agreement.

+Critique of Conflict Styles Construct Moving along, there are different critiques that suggest

that individuals will approach organizational conflict in regular and predictable ways (Miller,2016 ).

+Questions?

What other types of management is needed when dealing with conflicts in the work place?

How is communication meant to be translated without being misunderstood because being misunderstood could lead to problems and conflict?

What else is needed to avoid conflict?

+Solutions! Set ground rules. Ask all parties to treat each other

with respect and to make an effort to listen and understand others’ views.

Ask each participant to describe the conflict, including desired changes. Direct participants to use “I” statements, not “you” statements. They should focus on specific behaviors and problems rather than people.

Ask participants to restate what others have said. Summarize the conflict based on what you have heard

and obtain agreement from participants. Brainstorm solutions. Discuss all of the options in a

positive manner.

+Solutions! Rule out any options that participants agree are

unworkable. Summarize all possible options for a solution. Assign further analysis of each option to individual

participants. Make sure all parties agree on the next steps. Close the meeting by asking participants to shake

hands, apologize and thank each other for working to resolve the conflict.

+References

Miller, Katherine. (2016). Organizational communication Approaches and Processes Seventh Edition. Stanford University.

Lytle, T. (2015). How to Resolve Workplace Conflicts. Conflict in the Workplace Is Not Always a Bad Thing But Ignoring It Can Be.